The personnel structure from the organizational perspective makes a distinction between two situations:
No Integration with Organizational Management:
:
You have only implemented
Personnel Administration
or have
Organizational Management
as well but they are separate.
Integration with Organizational Management:
:
You implement both
Personnel Administration
and
Organizational Management
in an integrated manner.
There is no technical link between
Personnel Administration
and
Organizational Management
tables. In this case you have to set up the sequential elements of the organizational personnel structure in the
Personnel Administration
customizing tables.
Position
A position is an individual employee assignment in a company (e.g. head of marketing department, head of personnel department). A position is an organizational grouping of work that can be performed by one person.
Job
A job is a general classification of task areas (e.g. head of department). A job is a standard description of an activity that can be performed by a person.
Organizational unit
An organizational unit represents a user-defined organizational unit whose job it is to take on and carry out certain functions within a company (e.g. department, project group).
There is a technical link between
Personnel Administration
and
Organizational Management
tables. In this case you have to set up the elements of the organizational personnel structure in the
Organizational Management
customizing tables.
Position
If
Organizational Management
is integrated, you must take note of the following when assigning an employee to a position:
In
Organizational Management
, you can link the position data to the following fields data:
Company code
Personnel area
Personnel subarea
Cost center
Controlling area
Business area
Employee group
Employee subgroup
Job
Organizational unit
This link has practical consequences on
personnel actions
, e.g.
Hiring
and
Organizational reassignment
.
Infotype 0000 Actions
When you hire a new employee, the fields
Personnel area, Employee group
and
Employee subgroup
fields in the
Actions (0000)
infotype can be automatically filled with values from
Organizational Management,
once you have assigned the relevant position.
If you decide to fill the fields
Personnel area, Employee group
and
Employee subgroup
manually, these values will be validated against the data stored for the position. If the data is inconsistent, you will receive a warning message.
If these fields already contain entries when you run hiring actions one after the other, or when you perform an
organizational reassignment,
and if you have not yet assigned a new position, this data is also validated against the data of the new position that you now assign.
Infotype 0001 Organizational Assignment
In the
Organizational Assignment (0001)
infotype, the field
Percentage
will appear. Here, you can determine the employment percentage for the position.
Note
You must interpret the staffing percentage entered in conjunction with the (planned) working time for this position. The (planned) working hours are stored in the position staffing schedule in
Organizational Management
.
If the staffing percentage is less than 100%, a dialog box appears. It enables you to assign the employee to additional positions within
Organizational Management
.
Note
Only one
Organizational Assignment
(0001) infotype record exists for
Personnel Administration
.
If you assign several positions, only the data for the position with the highest staffing percentage is taken into consideration.
Job, Organizational Unit
The job and the organizational unit are automatically derived from the position if
Personnel Administration
and
Organizational Management
are integrated.